In New York, an allegation of sexual harassment can damage a person's standing professionally and personally. The impact it can have is extensive. This is especially true if it is a person in a position of power and respect in the community. While all allegations that a person has committed sexual harassment against employees should be taken seriously and, if they are found to be true, the accused should face the consequences, it is imperative to keep in mind that not all allegations are valid. Regardless of the case, the employer must have a strong defense.
When there are accusations against an employer claiming there was a violation of employment law, it can be a difficult situation to be in. When those assertions coming from an employee or former employee reach the level of sexual harassment and outright sexual assault, it can have a negative impact with chain-reaction repercussions for everyone at the workplace. If the accusations are against a prominent person in the field of politics, careers and lives can be ruined. While much of the focus on these allegations will be on the victim, it is important to remember there are two sides to every story and the claims might not be accurate. Crafting a defense is critical.
In New York and across the nation, greater focus has been placed on employment law and how employees can be protected from unfair, illegal and abusive treatment by their employers. In many instances, there is a perception that the employer is always wrong in how the employee is treated and should be sanctioned for it. Many employees are filing lawsuits in response to these situations. This is not just true for lower-level workers, but for those high on the corporate latter as well. Companies and businesses must remember that they have the right to protect themselves and even file suit if they have been wronged.
Employment disputes have become a common topic in the media today in New York and across the nation. While many of these stories are focusing on the employee's perspective and mistreatment with sexual harassment, workplace discrimination, wrongful termination and other employment law violations, it is easily forgotten that employers also have rights. Simply because an employee is making a claim against an employer does not mean that it is true or that it reached the level of a violation severe enough to warrant legal action.
When workers are injured on the job and declared disabled in New York, they certainly have the right to collect compensation while they are unable to work. However, it is important for employers in both the public and private sector to understand that they have the right to question whether a worker is injured to the degree that they are unable to do any kind of work at all. This is especially poignant when a worker is caught working when they are simultaneously collecting disability payments - something that is all-too common. Although workers are well within their rights to seek benefits when they are injured, employers can sue workers who are improperly taking disability payments.
In New York State and across the country, treatment of employees has come to the forefront of the news. Much of that centers around sexual harassment. However, there are a seemingly endless number of ways in which an employer can be accused of committing workplace discrimination in some form. Just as harassing behaviors and the negative impact it has on the employer's reputation and ability to function is problematic, so too is it destructive to be accused of age discrimination. Understanding what constitutes age discrimination is key when there are allegations of it. Knowing what it entails is critical to a defense.
The number of complaints about sexual harassment in the workplace has skyrocketed in recent months due to stories in the news and protest movements regarding its prevalence. In New York, New Jersey and throughout the Tri-State area, employers must be cognizant and quick to respond to these allegations as they can severely hamper a business's bottom line and its reputation. For those employers, a law firm that understands both sides of the equation can provide that defense.
In New York State and across the country, sexual harassment of employees is being treated with much more seriousness than it once was. It is a common topic of discussion and everyone who has been subjected to this type of treatment and violation of employment law has the right to be heard. However, employers are under siege, often for factors they were either unaware of or that did not meet the threshold to be considered sexual harassment. This can lead to lawsuits that will take time and money to defend as well as a negative perception in the public sphere.
In the current climate, businesses are paying greater attention to how their employees behave. This is true whether it is a small "mom and pop" store or a large, publicly held business. Should an employee be accused of violating employment law with poor behaviors such as sexual harassment, it is inevitable that the person's job will be in jeopardy contingent on the results of an investigation. If the allegations are shown to be accurate, there will be a dismissal. Many employees will protest this and proclaim wrongful termination. Employers must make sure they are firmly grounded in the law and understand how to formulate a defense against allegations of wrongdoing in dismissing an employee.
In today's climate, employers are understandably fearful of being accused of various violations of employment law. For any entity in New York, public or private, being confronted with allegations of sexual harassment, wrongful termination and any other employment-related circumstance can cause short and long-term problems, diminish reputations, and cost substantial amounts of money. Having a legal defense that is experienced with these matters can make the difference in any case.